Who are they and what to do with?

In every organization, company, PioneeringHuman resources or teams are very important elements.

So important, it seems there is no leader who does not pay extra attention to this problem. Starting from recruiting people, building an effective system, ensuring the formation of positive culture, to ensure that everyone can work together tactically, Set sittingNot most dramas.

We certainly want to have an ideal team member, smart, can work together, and full of initiative. But humans are different. Expecting everyone in an ideal organization seems almost impossible. There is always a prominent team member, on average, or even a source of problems.

4 General Types of Team Members

For those who are becoming a leader or part that takes care of HR, it will be easier if carefully, measured, and objectively can observe the performance and behavior of team members.

There is a simple grouping that we can use. This grouping is useful so that the organization can prepare programs or actions that are most suitable for the workings and potential of its members.

Here are 4 groups of types of team members:

1. Star Person

He is “the star”, who always shows initiative and responsibility in various projects, challenges, or work being carried out. When he became a team member, he was an active member. When coordinating the team, he also showed an effective leadership.

To increase the capacity of people like this, organizations can prepare mentoring programs. Pair it with mentors who have experience and are mature in terms of leadership. Include in various workshop or support him to take higher education.

With programs, stages, and Task task right, Star Potential to be a reliable leader in our organization.

2. Core People

Not everyone has a leadership instinct, able to be a leader, or be interested in being a leader. People like this, when they are promoted to be leaders and given team members are not effective in utilizing the potential of their teams. If forced to become a leader, in the end all are done again alone and team members feel less information about what they have to do in order to contribute optimally.

But don’t ask about his commitment in doing their duties and loyalty to the organization. They can be anyone: a diligent and thorough accountant, an IT person we rely on, a good designer, sales person, administrative people, even until boys office (OB).

If the person concerned still wants to increase his capacity, what can be done is to give him the opportunity to deepen knowledge or knowledge in the field that is being his duty.

Giving team members is not effective for them, but gives him capable and work partners supportive Can make him work more effectively, as well as being able to learn from the partner. If you are lucky, in this way slowly he can find momentum to show the potential of his leadership.

3. Tanya Mark People

These are people who are still in question marks. We may believe because it seems convincing, but must be monitored and evaluated seriously in a certain time. This is to ensure that its performance is good, stable, or even has a much better potential.

They are new people who are still in probation, people who occupy their new positions or have just been promoted to carry out certain positions or tasks, or people who are just subject to certain sanctions and are asked to correct the mistakes he made. Until when did they be in a question mark position? According to the needs. If the size is time, generally three months. But it can be extended if it is felt to still need to be seen again.

4. Pontensial out

All kinds of efforts have been made, but still not showing too much improvement? For something like this, if maintained it will endanger the survival of the team as a whole. When low -performing people (including problematic ones) are maintained, others will see. Then start to compare and think “like that alone can be maintained, why do we have to work better?”

A professor in management, Will Felps, said just one person with negative characters or poisonous In the team left, he will reduce the team’s performance by 40%. In addition, their existence will make good people want to get out of the organization, as well as influence others in the organization to become poisonous Also.

When a leader sees people like this in the organization, it is advisable to complete the action or program to remove the person. This is the best way to avoid organizations with worse consequences.

Congratulations on maping team members!

So that the organization can be more cool.